{"id":81890,"date":"2026-03-11T01:52:07","date_gmt":"2026-03-11T01:52:07","guid":{"rendered":"https:\/\/icoca.ch\/?post_type=case_studies&#038;p=81890"},"modified":"2026-03-12T13:02:26","modified_gmt":"2026-03-12T13:02:26","slug":"promoting-equal-opportunities-in-private-security","status":"publish","type":"case_studies","link":"https:\/\/icoca.ch\/fr\/case-studies\/promoting-equal-opportunities-in-private-security\/","title":{"rendered":"PROMOTING EQUAL OPPORTUNITIES IN PRIVATE SECURITY"},"content":{"rendered":"<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"Dare to Dream\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/L4Y6p2s-rsA?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>&nbsp;<\/p>\n<p><iframe loading=\"lazy\" style=\"border: none;\" title=\"EXERA's training programme for equal opportunities in private security\" src=\"https:\/\/www.podbean.com\/player-v2\/?i=24xj8-1a6a014-pb&amp;from=pb6admin&amp;share=1&amp;download=1&amp;rtl=0&amp;fonts=Arial&amp;skin=1&amp;font-color=auto&amp;logo_link=episode_page&amp;btn-skin=3\" width=\"100%\" height=\"150\" scrolling=\"no\" allowfullscreen=\"allowfullscreen\" data-name=\"pb-iframe-player\"><\/iframe><\/p>\n<p>&nbsp;<\/p>\n<h1><b><span data-contrast=\"none\">Women in private security<\/span><\/b><\/h1>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-81891 size-large\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-1024x768.jpg\" alt=\"\" width=\"640\" height=\"480\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-1024x768.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-300x225.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-768x576.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-1536x1152.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1-444x333.jpg 444w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-1.jpg 1800w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/p>\n<p><span data-contrast=\"none\">2025 marks the 25<\/span><span data-contrast=\"none\">th<\/span><span data-contrast=\"none\">\u00a0anniversary of the United Nations Women,\u00a0Peace\u00a0and Security (WPS) Agenda. Through Resolution 1325, the Security Council reaffirmed the\u00a0<\/span><i><span data-contrast=\"none\">\u201cimportant role of women in the prevention and resolution of conflicts and in peacebuilding,\u201d as well as stressed \u201ctheir equal participation and full involvement in all efforts for the maintenance and promotion of peace and security.\u201d<a href=\"#_edn1\" name=\"_ednref1\">[i]<\/a><\/span><\/i><i><span data-contrast=\"none\">\u00a0<\/span><\/i><span data-contrast=\"none\">However, as noted in the ICoCA \u201cWomen in Private Security\u201d policy brief, this framework fails to make any direct references to the private security industry.<a href=\"#_edn2\" name=\"_ednref2\">[ii]<\/a><\/span><\/p>\n<p><span data-contrast=\"none\">With the emergence of private security companies (PSCs) as an important\u00a0actor\u00a0in critical geographies \u2013 be it extractive sites,\u00a0conflict\u00a0and post-conflict landscapes \u2013 it is crucial that they too, adhere to the considerations of the WPS agenda.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">However, the lack of a direct reference to the industry has meant that there is limited pressure on PSCs and their clients to meaningfully employ women security officers and improve their working conditions in the pursuit of responsible security practices. Complementary frameworks such as the International Code of Conduct for Private Security Providers (the Code) and the DCAF Gender and Security Sector Reform (SSR) Toolkit are attempting to patch this gap.<\/span><span data-contrast=\"none\"><a href=\"#_edn3\" name=\"_ednref3\">[iii]<\/a><\/span><span data-contrast=\"none\"> Article 48 of the Code, for instance, requires ICoCA Members and Affiliates to refrain from discriminating against security personnel, including on grounds of gender and sex.<a href=\"#_edn4\" name=\"_ednref4\">[iv]<\/a><\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<h1><b><span data-contrast=\"none\">Understanding the current landscape<\/span><\/b><\/h1>\n<p><span data-contrast=\"none\">In a promising trend,\u00a0ICoCA\u2019s\u00a0working condition reports have noted an incremental increase in women\u2019s representation in the private security industry.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">This can stem from unique circumstances such as cultural norms. For instance, there is a high demand for female security in societies where it is considered taboo for male personnel to talk to women. Similarly, the preferences of female professionals, whether diplomats carrying out missions in hostile environments or executives travelling to fragile regions, can create a demand for female security contractors. However, as the\u00a0ICoCA\u00a0policy brief \u201cWomen in Private Security\u201d notes, overall representation is still erratic. Even though women are increasingly represented in operational roles such as guards, close protection officers and chief intelligence officers, their assignments to extractive sites, for instance, are mostly limited to unarmed positions and customer service roles.<\/span><span data-contrast=\"none\"><a href=\"#_edn5\" name=\"_ednref5\">[v]<\/a><\/span><\/p>\n<p><span data-contrast=\"none\">This is in line with popularly perceived links between a security officer\u2019s role and their physicality. Drawing from the widely criticised essentialist understandings of gender identity, the physicality best suited for security roles is\u00a0ultimately expressed\u00a0as inherently masculine. In addition to barriers posed by sexual harassment,\u00a0abuse\u00a0and other forms of gender-based violence, women are also expected to balance between work and their household responsibilities. Moreover, without\u00a0appropriate safeguards, the logistical and financial costs associated with maternity leave prompt employers to refrain from hiring women.\u00a0ICoCA\u2019s\u00a0research suggests that the industry has yet to introduce initiatives that accommodate the needs of women with familial considerations.<\/span><span data-contrast=\"none\"><a href=\"#_edn6\" name=\"_ednref6\">[vi]<\/a><\/span><\/p>\n<p><span data-contrast=\"none\">Without significant attitude shifts, such factors can risk limiting women\u2019s participation in the security sector to tokenistic inclusions. Or worse, these can end up denying them any form of meaningful employment in the first place.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"none\">Operating contexts in Myanmar<\/span><\/b><\/h2>\n<p><span data-contrast=\"none\">It is important to understand how these conditions translate in an environment like Myanmar. After all, EXERA operates in 13 out of the 14 regions in the country.<\/span><\/p>\n<h2><b><span data-contrast=\"none\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-82046 size-large aligncenter\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-945x1024.jpg\" alt=\"\" width=\"640\" height=\"694\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-945x1024.jpg 945w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-277x300.jpg 277w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-768x833.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-1417x1536.jpg 1417w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map-307x333.jpg 307w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/EXERA-Myanmar-map.jpg 1476w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/span><\/b><\/h2>\n<p><b><span data-contrast=\"none\">\u00a0<\/span><\/b><\/p>\n<h2><b><span data-contrast=\"none\">Gendered violence<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">Myanmar\u2019s post-independence history has been punctuated by\u00a0instability\u00a0and\u00a0social\u00a0unrest.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Institutional changes,\u00a0regional tensions\u00a0with ethnic groups,\u00a0and most recently the earthquake in March 2025,\u00a0increased\u00a0pressure\u00a0on the country\u2019s political economy. Yangon (previously\u00a0Rangoon), the former capital of Myanmar, has\u00a0emerged\u00a0as a\u00a0gathering point\u00a0for people from other states. This includes women seeking employment in factories or fleeing from fighting in their home regions. A report released by the UN Office of the High Commissioner for Human Rights (OHCHR) highlighted\u00a0that\u00a0the\u00a0recent economic crisis\u00a0has had devastating effects for women and girls among other marginalised communities.<\/span><span data-contrast=\"none\"><a href=\"#_edn7\" name=\"_ednref7\">[vii]<\/a><\/span><\/p>\n<p><span data-contrast=\"none\">The report goes on to describe the loss of their economic,\u00a0social\u00a0and cultural rights \u2013\u00a0<\/span><i><span data-contrast=\"none\">\u00ab\u00a0In cities, villages and displacement sites across the country, women are shouldering their families\u2019 burdens. They are skipping meals so their children can eat, taking on new duties in the household and struggling to keep their families safe in violent and chaotic environments. Facing these challenges, many women and girls are turning to negative coping strategies and are vulnerable to gendered protection concerns, including trafficking, sexual\u00a0exploitation\u00a0and early marriage.\u201d\u00a0<\/span><\/i><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{&quot;335559685&quot;:720}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"none\">Military conscriptions<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">Conscriptions add a further layer of complexity to these conditions.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">In 2010, the country introduced a law allowing conscription. Under the terms of the legislation, the terms of service can be extended up to 5 years under a state of emergency, with the threat of detention for\u00a0failing to respond\u00a0to summons. Although the extent of its enactment\u00a0remains\u00a0murky, the junta eventually shifted to compulsory conscription in 2024.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Three years after a state of emergency was declared, Myanmar announced in February 2024 that all men aged 18-35 and all women aged 18-27 would have to compulsorily serve 2 years in the military.<\/span><span data-contrast=\"none\"><a href=\"#_edn8\" name=\"_ednref8\">[viii]<\/a><\/span><span data-contrast=\"none\">\u00a0This caused large numbers of young people \u2013 mostly men, but entire families in some cases \u2013 to rapidly relocate, leading to severe a human-resource shortage. Because women are not currently being conscripted in practice, they\u00a0remain\u00a0in the country, which in turn has created new employment opportunities for them in several sectors. Additionally, looking past the resource crisis,\u00a0complications arise when\u00a0<\/span><span data-contrast=\"none\">former\u00a0<\/span><span data-contrast=\"none\">military\u00a0or police personnel\u00a0require\u00a0government approval before they can start working in the private security sector.\u00a0Traditional and\u00a0ethical values\u00a0do not necessarily align with the international standards expected of private security personnel.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">All these factors can reduce the hiring pool and complicate recruitment for private security companies in Myanmar like EXERA.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<h1><b><span data-contrast=\"none\">EXERA and Step-In-Step-Up collaboration programme<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h1>\n<p><span data-contrast=\"none\">As part of their efforts to improve gender representation in the private security industry, EXERA partnered with an NGO and launched the\u00a0programme\u00a0pilot in 2023 before officially introducing it in 2024.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">The programme offers two months of training in a participant\u2019s chosen track, either \u201cSecurity Officers\u201d or \u201cBasic Facilities\u201d. The two distinct pathways demonstrate careful consideration of the local sociocultural context. While the \u201cSecurity Officers\u201d track includes modules such as first aid, search compliance and bomb threat management, it also recognises that societal perceptions about gender roles cannot be undone overnight. Therefore, EXERA also offers training in non-security related customer service as an alternative training path. The \u201cBasic Facilities\u201d track offers participants training in activities such as a managing front offices and housekeeping. <\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<div><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-81897\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil.jpg\" alt=\"\" width=\"1920\" height=\"1080\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil.jpg 1920w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-300x169.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1024x576.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-768x432.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1536x864.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-500x281.jpg 500w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/div>\n<p><span data-ccp-props=\"{&quot;335551550&quot;:2,&quot;335551620&quot;:2}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{&quot;335551550&quot;:2,&quot;335551620&quot;:2}\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-81900 size-large\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-1024x768.jpg\" alt=\"\" width=\"640\" height=\"480\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-1024x768.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-300x225.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-768x576.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-1536x1152.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU-444x333.jpg 444w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Vehicle-search-SISU.jpg 1800w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/span><\/p>\n<p><span data-contrast=\"none\">The programme includes orientation sessions for the recruit\u2019s families. Given that most participants are between 18 and 21, and the\u00a0common practice\u00a0in Burmese households of discussing important decisions collectively,\u00a0SISU\u00a0management made conscious arrangements to involve parents in the selection process. In addition to paying attention to the sociocultural nuances, care is taken to achieve a 50-50 gender ratio in the training environment. The first month of classroom training is complemented by on-the-job training in the second month, during which EXERA provides participants with an allowance,\u00a0lunches\u00a0and transportation coverage.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">By enabling women to enter the security workforce, the SISU Collaboration programme provides families with an extra source of income and is a great example of a sustainable corporate social responsibility initiative. All 20 participants in the second cohort were recruited by EXERA, with care taken to ensure that the female graduates were assigned to high visibility locations such as embassies and international schools. In doing so, it communicates not only to clients that a viable workforce is available, but also to the public that opportunities exist for female security guards. These messages are crucial for driving shifts in societal attitudes towards women in security. <\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">In the current year, where political developments such as elections have delayed the recruitment process for SISU, the company has sustained their social impact momentum in other ways. This includes efforts such as making financial contributions to other youth-based programmes run by the NGO partner \u2013 which provides vocation and healthcare training \u2013 as well as subsiding public transport for disabled participants.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><br \/>\n<span data-contrast=\"none\">In the long run, projects like Step-In-Step-Up Collaboration Programme will help rewire societal stereotypes about private security roles. In extending the recruitment pipelines to underserved and conflict-stricken regions \u2013 with a particular focus on women \u2013 they intend to shift women\u2019s representation away from only unarmed or customer service roles. In line with ICoCA\u2019s policy brief, these sorts of initiatives take a crucial step towards achieving the next milestone in improving women\u2019s representation in the private security industry.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-81903 size-large\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-1024x768.jpg\" alt=\"\" width=\"640\" height=\"480\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-1024x768.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-300x225.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-768x576.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-1536x1152.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2-444x333.jpg 444w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/SISU-2.jpg 1800w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/p>\n<p>&nbsp;<\/p>\n<h1><b><span data-contrast=\"none\">EXERA and the impact on gender inclusivity<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h1>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-81906 size-large\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-1024x576.jpg\" alt=\"\" width=\"640\" height=\"360\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-1024x576.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-300x169.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-768x432.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-1536x864.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1-500x281.jpg 500w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-1.jpg 1920w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><\/p>\n<p><span data-contrast=\"none\">Looking at the statistics, from 2012 to 2014 (EXERA\u2019s start-up years), the company employed only two women \u2013\u00a0representing\u00a04.2% of a total workforce of 48. By November 2025, however, EXERA had more than doubled its gender ratio, employing 208 women, many in front-line security roles, out of a total workforce of 2076. In addition to targeted programmes\u00a0like collaborating\u00a0with\u00a0SISU, EXERA\u2019s consistent commitment to improving gender representation over the years is key.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">This is evident in the company\u2019s efforts not only to grow its workforce but also to increase its female recruitment rate. Especially after a small dip in 2022, the pilot SISU collaboration helped the company return to its growth trajectory. <\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">From a human resources point of view, it is beneficial to resolve the human resources crisis in Myanmar. By more than doubling the growth of hiring female recruits in 2 years, EXERA can offset any vacancies generated by compulsory military conscription and shrinking male availability. More importantly, however, such actions also communicate to the rest of the industry as well as the Burmese society that women in security bring valuable perspectives, skills and approaches. Training programmes like SISU \u2013 offering concrete training and employment channels \u2013 not only help private security companies fill up vacancies with well-trained personnel but also refute gendered stereotypes about security roles.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-81909 size-large alignright\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-1024x576.jpg\" alt=\"\" width=\"640\" height=\"360\" srcset=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-1024x576.jpg 1024w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-300x169.jpg 300w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-768x432.jpg 768w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-1536x864.jpg 1536w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2-500x281.jpg 500w, https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/Case-Study-Infographics_Tamil-2.jpg 1920w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><span data-contrast=\"none\">The company\u2019s commitment to this line is not performative. EXERA\u2019s own HQ office security team is composed primarily of female security guards, signalling an intention to lead by example and reform the security industry. As elaborated earlier, they are also deployed to international schools and foreign embassies, showcasing the market potential for diversifying private security personnel profiles. This approach to gender inclusivity also has a tremendous impact on personal productivity and societal welfare. <\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Drawing from testimonials given by EXERA\u2019s female guards, the opportunity to perform a security role has improved their financial independence, confidence to move around and broken-down several other gendered barriers. Aye\u00a0Aye\u00a0Thin, who has been with EXERA for nine years now, recounts being dependent on her husband\u2019s income and being restricted by a tight budget. Now, her employment, which provides an\u00a0additional\u00a0source of income, has enabled her financial freedom. Her years of working for EXERA has inspired her to raise awareness that women can perform the same jobs as men.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">With three-fold benefits \u2013 (1) improving personal and financial welfare, (2) debunking misguided gendered stereotypes and (3) creating recruitment pools \u2013 programmes like SISU should be promoted as best practices in the industry.<\/span><\/p>\n<p>&nbsp;<\/p>\n<div style=\"width: 640px;\" class=\"wp-video\"><!--[if lt IE 9]><script>document.createElement('video');<\/script><![endif]-->\n<video class=\"wp-video-shortcode\" id=\"video-81890-1\" width=\"640\" height=\"360\" preload=\"metadata\" controls=\"controls\"><source type=\"video\/mp4\" src=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/FSO-Aye-Myat-Thu.mp4?_=1\" \/><a href=\"https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/FSO-Aye-Myat-Thu.mp4\">https:\/\/icoca.ch\/wp-content\/uploads\/2026\/02\/FSO-Aye-Myat-Thu.mp4<\/a><\/video><\/div>\n<p>&nbsp;<\/p>\n<h1><\/h1>\n<h1><b><span data-contrast=\"none\">Recommendations\u00a0<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h1>\n<p><span data-contrast=\"none\">Drawing from EXERA\u2019s best practices,\u00a0ICoCA\u00a0recommends the following steps:\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<ol>\n<li aria-setsize=\"-1\" data-leveltext=\"%1.\" data-font=\"Calibri\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:0,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[65533,0],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;%1.&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"none\">Private security companies\u00a0<\/span><b><span data-contrast=\"none\">partner with local NGOs<\/span><\/b><span data-contrast=\"none\">\u00a0\u2013 having\u00a0expertise\u00a0and established networks \u2013 to\u00a0<\/span><b><span data-contrast=\"none\">design and<\/span><\/b><span data-contrast=\"none\">\u00a0<\/span><b><span data-contrast=\"none\">fund tailored training programmes<\/span><\/b><span data-contrast=\"none\">\u00a0with clearly\u00a0<\/span><b><span data-contrast=\"none\">defined gender ratio targets<\/span><\/b><span data-contrast=\"none\">.\u00a0<\/span><\/li>\n<li aria-setsize=\"-1\" data-leveltext=\"%1.\" data-font=\"Calibri\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:0,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[65533,0],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;%1.&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\">Ensure that such training programmes create provisions for <b><span data-contrast=\"none\">on-the-job training<\/span><\/b><span data-contrast=\"none\">\u00a0and\u00a0<\/span><b><span data-contrast=\"none\">meaningful future employment<\/span><\/b><span data-contrast=\"none\">. This includes deploying female security personnel to\u00a0<\/span><b><span data-contrast=\"none\">high-visibility assignments<\/span><\/b><span data-contrast=\"none\">, to\u00a0<\/span><b><span data-contrast=\"none\">demonstrate\u00a0capability<\/span><\/b><span data-contrast=\"none\">\u00a0and\u00a0<\/span><b><span data-contrast=\"none\">shift societal\u00a0perceptions.<\/span><\/b><span data-contrast=\"none\">\u00a0<\/span><\/li>\n<li aria-setsize=\"-1\" data-leveltext=\"%1.\" data-font=\"Calibri\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:0,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[65533,0],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;%1.&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\">Additionally,\u00a0<b><span data-contrast=\"none\">offer financial and logistical support<\/span><\/b><span data-contrast=\"none\">\u00a0during training to ease the burden of related constraints.\u00a0<\/span><\/li>\n<li aria-setsize=\"-1\" data-leveltext=\"%1.\" data-font=\"Calibri\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:0,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[65533,0],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;%1.&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><b><span data-contrast=\"none\">Align training opportunities with host country<\/span><\/b><span data-contrast=\"none\">\u00a0<\/span><b><span data-contrast=\"none\">norms<\/span><\/b><span data-contrast=\"none\">\u00a0\u2013 such as involving parents in the selection process \u2013 to ensure short term success of the programme and achieve long term goals of changing societal\u00a0perceptions.\u00a0<\/span><\/li>\n<li aria-setsize=\"-1\" data-leveltext=\"%1.\" data-font=\"Calibri\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:0,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[65533,0],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;%1.&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><b><span data-contrast=\"none\">Commit to gender-inclusive recruitment strategies<\/span><\/b><span data-contrast=\"none\">\u00a0beyond training programmes by expanding pipelines to undeserved regions and using gender-neutral terms of reference.\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h2><b><span data-contrast=\"none\">Sources<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\"><a href=\"#_ednref1\" name=\"_edn1\">[i]<\/a> Rodrigues, C., Chambers, R., Albrechtsen, L., Dauletova, U., Ubaidillaeva, B., Pillai, L., Scott-Manga, J., et al. (2019). <em>The Women Peace and Secuirty Agenda<\/em>. Edited by Saeedi, N., Walczak, A., S\u00f8rheim-Rensvik, M., and VanDeCarr, P. Directed by Lister, S.. <\/span><i><span data-contrast=\"none\">A Global Handbook.<\/span><\/i><span data-contrast=\"none\">\u00a0United Nations Development Programme.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref2\" name=\"_edn2\">[ii]<\/a> ICoCA. (2025). <em>Women in Private Security<\/em>. <\/span><a href=\"https:\/\/icoca.ch\/wp-content\/uploads\/2025\/03\/ICoCA-Policy-Brief-Women-in-Private-Security.pdf\"><span data-contrast=\"none\">https:\/\/icoca.ch\/wp-content\/uploads\/2025\/03\/ICoCA-Policy-Brief-Women-in-Private-Security.pdf<\/span><\/a><span data-contrast=\"none\">.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref3\" name=\"_edn3\">[iii]<\/a>\u00a0Geneva Centre for the Democratic Control of Armed Forces (DCAF). <\/span><i><span data-contrast=\"none\">Gender and Security Sector Reform Toolkit.<\/span><\/i> <a href=\"https:\/\/www.dcaf.ch\/sites\/default\/files\/publications\/documents\/User%2Bguide.pdf\"><span data-contrast=\"none\">https:\/\/www.dcaf.ch\/sites\/default\/files\/publications\/documents\/User%2Bguide.pdf<\/span><\/a><span data-contrast=\"none\">.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref4\" name=\"_edn4\">[iv]<\/a> ICoCA. (2024, September 3). <em>The Code &#8211; ICoCA &#8211; International Code of Conduct Association.<\/em> <\/span><a href=\"https:\/\/icoca.ch\/the-code\/\"><span data-contrast=\"none\">https:\/\/icoca.ch\/the-code\/<\/span><\/a><span data-contrast=\"none\">.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref5\" name=\"_edn5\">[v]<\/a> ICoCA. (2025). <em>Women in Private Security<\/em>. <\/span><a href=\"https:\/\/icoca.ch\/wp-content\/uploads\/2025\/03\/ICoCA-Policy-Brief-Women-in-Private-Security.pdf\"><span data-contrast=\"none\">https:\/\/icoca.ch\/wp-content\/uploads\/2025\/03\/ICoCA-Policy-Brief-Women-in-Private-Security.pdf<\/span><\/a><span data-contrast=\"none\">.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref6\" name=\"_edn6\">[vi]<\/a>\u00a0Ibid.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref7\" name=\"_edn7\">[vii]<\/a> OHCHR. (2024). <em>UN Women\u2019s Rights Committee Urges Action to End Gender-based Violence Against Women and Girls in Myanmar<\/em>. <\/span><a href=\"https:\/\/www.ohchr.org\/en\/statements-and-speeches\/2024\/07\/un-womens-rights-committee-urges-action-end-gender-based-violence\"><span data-contrast=\"none\">https:\/\/www.ohchr.org\/en\/statements-and-speeches\/2024\/07\/un-womens-rights-committee-urges-action-end-gender-based-violence<\/span><\/a><span data-contrast=\"none\">.<\/span><\/p>\n<p><span data-contrast=\"none\"><a href=\"#_ednref8\" name=\"_edn8\">[viii]<\/a> Zaccaro, M. (2024, February 10). <em>Myanmar\u2019s Military Government Enforces Conscription Law<\/em>. <\/span><a href=\"https:\/\/www.bbc.com\/news\/world-asia-68261709\"><span data-contrast=\"none\">https:\/\/www.bbc.com\/news\/world-asia-68261709<\/span><\/a><span data-contrast=\"none\">.<\/span><\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_acf_changed":false,"give_campaign_id":0},"case_studies_topic":[156],"case_studies_category":[],"class_list":["post-81890","case_studies","type-case_studies","status-publish","hentry","case_studies_topic-myanmar"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>PROMOTING EQUAL OPPORTUNITIES IN PRIVATE SECURITY - ICoCA - International Code of Conduct Association<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/icoca.ch\/fr\/case-studies\/promoting-equal-opportunities-in-private-security\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"PROMOTING EQUAL OPPORTUNITIES IN PRIVATE SECURITY - ICoCA - International Code of Conduct Association\" \/>\n<meta property=\"og:description\" content=\"&nbsp; &nbsp; Women in private security 2025 marks the 25th\u00a0anniversary of the United Nations Women,\u00a0Peace\u00a0and Security (WPS) Agenda. 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